Our new Code of Conduct, previously called the Ethics and Policy Guide, ensures that our values are reflected in everything we do. It includes company-wide and local employment policies, procedures and practices, including equal opportunities and diversity, non-harassment, violence prevention and family-friendly policies, which in many instances exceed the minimum local statutory requirements.
Diversity
We believe in equal opportunities and diversity which is a central global HR Policy. In 2009/10 we are reporting the percentage of women in the general workforce, Leadership Team and Board.
| Number of employees: |
268* |
| Male/female split: |
125/143* |
| Number of Leadership Team members and the male/female split: |
7 – 5 Male, 2 Female* |
| Number of Board members and the male/female split: |
8 – 7 Male, 1 Female* |
*Figures correct as at 31 March 2010
Our Code of Conduct also includes business ethics policies, procedures and practices on transparency, independence and impartiality, risk management, data protection, corrupt practices, confidentiality, insider dealing, competition and anti-trust matters. A comprehensive section on whistle blowing encourages employees to report any concerns and provides for them to do so with anonymity.
An Internal Communications Plan has been launched to increase employee engagement across our different sites. Monthly company-wide meetings, the intranet and email are used to communicate company matters, and elicit questions and feedback. Employee Representative Committees in our manufacturing facilities in Wales and Australia meet regularly to discuss items of interest to both employees and management.
Training and mentoring is an integral part of our culture and dedicated Training Administrators help co-ordinate employee training and development across the company to encourage continuous learning. We consider work placement requests on a case-by-case basis at each site and over a dozen were completed in 2009/10. Each employee has an Annual Training Review to support their professional development. Lunch and Learn Seminars seek to capitalise on existing expertise and disseminate knowledge internally, for the benefit of all employees. During 2009/10 we conducted workshops for all employees at all sites to ensure that the importance of our values is recognised. We aim to live by our values and they are formally measured as part of the employee appraisal process. In 2010/11 BTG aims to launch an annual employee questionaire to gauge adoption of company values and give insight into general employee satisfaction.
2010/11 Targets
- Update the Code of Conduct to reflect harmonised HR policies and procedures across BTG and our new commercial activities, marketing and selling our own drugs in the US.
- Create a new Employee Handbook, incorporating the updated Code of Conduct; make available to employees on the new company intranet.
- Launch an annual employee questionnaire to gauge employee adoption of company values and give insight into general employee satisfaction.